Human Resources Management

Lisa B. Lipscomb, MA, SPHR, GPHR

**** ***** ******** **** ************@**.**.*** 919-***-**** (home)

Raleigh, North Carolina 27613 http://www.linkedin.com/in/lisalipscomb 919-***-**** (cell)

Vice President / Director of Human Resources

ORGANIZATIONAL PERFORMANCE – CHANGE AGENT – CULTURE CHAMPION

Transformational HR Executive & Business Leader focused on strategy, talent, & culture. Seasoned decision-maker with wide ranging

experience and quantifiable achievements in creating competitive advantage and high ROI from human capital management at

multimillion-dollar, multi-state, public, and privately-held corporations. Expert at aligning HR initiatives with overall business strategy while

improving systems, programs, and processes. Highly creative in designing and implementing programs that streamline operations and

improve services. Operates on a foundation of trust and treating people with honesty, dignity & respect. PHR, SPHR, & GPHR Certified.

CORE COMPETENCY AREAS

HR & Business Leadership Strategic Planning & Execution Change Management

Organizational Design & Alignment Culture & Communications Succession Planning

Talent Acquisition & Retention Consulting & Coaching Talent & Performance Management

Training & Development Conflict Resolution Building Effective Teams

Process Improvement Employee Relations Policy Development & Compliance

Compensation & Benefits HR Information Systems Environmental, Health, & Safety

Budget Development & Oversight Employment Branding Reward & Recognition

FORMAL EDUCATION / CERTIFICATIONS

Formal Education: Certifications, Memberships, & Volunteer

Appalachian State University

Professional in Human Resources (PHR) – 1996

M.A., Industrial-Organizational Psychology (1991) Senior Professional in Human Resources (SPHR) – 2014

Global Professional in Human Resources (GPHR) – 2010

Virginia Polytechnic Institute & State University

CAI Senior HR Advisory Group

B.S., Psychology (1989)

SHRM, TSHRM, RWHRMA

United Way, Easter Seals, SPCA – HR Committee (Volunteer)

UNC Chapel Hill & NC Bankers Association

Certificate Program (2003-2005) Executive Business Coaching Certificate Program (NC State)

(11/2013 – 9/2014)

CAREER ADVANCEMENT

SciMetrika, LLC, Durham, NC

January 2010 – November 2013

[Population health consulting firm providing solutions that advance human health around the world]

Chief People Officer & Vice President (12/31/2010 – 11/14/2013)

Director Human Resources (1/2010 – 12/2010); Promoted to Chief People Officer & VP

Created, aligned, & led all people initiatives with business strategy, and directed all efforts to capture, develop, and retain top talent.

Developed and implemented business & HR strategies for SciMetrika to be recognized as a premier provider in population health solutions

and an employer-of-choice. Managed staff of 3.5 direct reports. Areas of accountability:

Developed and implemented the corporation’s people strategies, initiatives, systems, & programs

Captured, developed, and retained top talent

Propelled, enhanced, and facilitated organizational performance, responsiveness, & growth

Strengthened capability and intellectual capital that ensured total client satisfaction

Developed & championed SciMetrika’s culture, brand, & organizational competencies aligning with company growth goals

Developed values & principles that ensured SciMetrika’s competitive advantage (inspiring trust, entrepreneurial spirit, service

excellence, & passion for the advancement of population health)

Removed barriers and obstacles that ensured performance excellence & long-term success

Designed & implemented corporate-wide strategic training initiatives, organizational development programs, & succession plans

Formulated International HR Strategies in support of our emerging Global Health division

Lisa B. Lipscomb Page 2

AFY, Chapel Hill, NC

2006 - 2009

[AFY, a national, multi-site supplier of premier filament/polymer fibers, had $70M in annual sales]

VP Human Resources

Provided strategic HR direction & management for the corporation. Supported a high-performance culture and key business initiatives

while improving quality, productivity, organizational agility, and profitability. Focused on change management, culture development,

organizational design, training, employee relations, HR analytics, reward & recognition programs, and HR information systems. Major HR

initiatives included compliance & risk management, workforce effectiveness, talent acquisition, workforce retention, performa nce

management, communication, EH&S, and continuous improvement. Manage staff of seven in multiple locations and states.

Slashed employee turnover from 143% to only 36% over a two-year period by implementing a direct-hire staffing model by the

elimination of on-site staffing. Improved caliber of associates hired and retention by creating job analysis tool that better

determined core competencies, success factors, and physical demands.

Reduced new employee training time from 6 to 4 weeks without affecting quality, productivity, or safety.

Decreased recordable injuries by 90% and injury rate from 1.70 to .64. Lost workdays declined from 194 to 0. Worker’s comp

costs sharply declined through emergency contingency planning, safety audits, acciden t investigations, prevention, hazard

elimination, training, and other initiatives.

Negotiated new benefits consultant arrangement & renewal plan that saved over $306,000.

The Fidelity Bank, Fuquay-Varina, NC

2002 - 2005

[$1B financial institution with more than 69 branches across North Carolina and Virginia]

VP & Human Resources Director

As key advisor & member of the senior leadership team, provided strategic and tactical HR alignment & solutions to complex business

challenges and initiatives. Managed staff of four with total salary and benefits budget responsibility of $18M.

Saved $250K by redesigning Fidelity Bank benefit plans. Consolidated brokers, reduced options, and priced plans as

consolidated package. Converted from fully-insured to self-insured. Developed on-line enrollment and benefit summary

statement. Negotiated modest increase and two-year rate guarantee for ancillary products.

Slashed employee turnover by 25%. New retention program boasted a measurement system, root ca use analysis and tracking,

vision and values statements, a cross-functional communication committee, performance management system, merit salary plan,

and management training programs.

Implemented cost-saving ADP HR Information Systems included payroll, benefits, electronic time & attendance system, and

reporting system. Developed on-line benefit open enrollment process with electronic data interface to benefit carriers.

Reduced overall expense for merit increase program by creating a credible performance review and salary planning system.

Partnered with regional managers to create a new performance appraisal tool. Trained all managers in performance

management and salary administration. Performed comprehensive salary survey on all company positions.

Established reward and recognition programs that dramatically improved morale and improved retention (Certified teller training

program, Associate referral program, and Chairman's BEST Award Program).

Borg-Warner Automotive, Cary, NC

1994 – 2001

[Automotive R&D and Electronic Controls Manufacturing, $20M Plant, $4B Corporation]

Human Resources Manager

Implemented plant human resources strategy, including the selection and placement of production, administrative, professional, technical,

and management staff. Managed training and development, performance management, and job evaluation. Assessed organiz ational

effectiveness and implemented succession plans. Administered comprehensive compensation and benefits program. Implemented an d

maintained HR Information System (HRIS). Coordinated health, safety, environmental and wellness programs.

Achieved QS 9000 certification/recertification by designing and implementing a comprehensive training and development plan

built on a plant-wide needs assessment and thorough user training.

Introduced safety program that won Department of Labor Safety Award three years in a row. New program combined monthly

training, inspections, MSDS system, new-hire orientations, and accident investigations using 8-D root cause analysis and

corrective action. Tied 20% of gain-sharing program to safety performance on key metrics. Pl ant was chosen to pilot VPP

Certification Program for North Carolina.

Implemented plant closure strategy including communications, outplacement assistance, web-based job search strategies,

severance packages, and retention bonuses. Successfully retained 95% of employees during year-long closure process.

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